Our Lawyers
The Firm is committed to training and development. To that end it has implemented a number of programs as described below.
Associate Training
We recognize that one of our most important assets is the quality of our Associates. We want you to grow and take on new challenges, and we will offer you support to help you reach your goals.
- You will take part in your Department’s ongoing training plan designed to promote expertise and increase knowledge.
- “Lunch and Learn” programs on Firm operations and basic lawyering skills occur monthly to assist new Associates jump start their careers.
- Outside professional speakers are scheduled to present curricula beneficial to all practice areas (e.g., legal writing).
- Two mentors (an Associate and senior attorney) will be selected who will advise you, motivate you and teach you.
- The Firm encourages and financially supports continuing legal education.
The goals of the training and mentoring programs are to improve your skills as writer, advisor, practitioner and advocate, and to demonstrate how an experienced attorney successfully interacts with clients.
In regular department meetings and in-office seminars, you will have an opportunity to discuss developments in the law and make new contacts.
Mentor Program
The attorney mentoring program focuses on helping new Associates quickly become integrated into the Firm and their practice. New Associates will be assigned two mentors, an Associate and a senior attorney. Assigned mentors fill the following roles:
- Host: Welcome new lawyers to the Firm; introduce them to others
- Bridge: Act as a link to the Firm for work, support, administrative information, etc.
Guide: Explain Firm political issues and unwritten rules
- Teach: Develop protégé’s legal and practice skills
- Coach: Provide feedback, monitor performance and experience, give “stretch” assignments
- Facilitate: Connect protégé with internal resources to address particular issues of protégé; for example, if protégé has a writing problem, get him/her into a writing class
Each department/office has a mentoring coordinator who works with departmental representatives to conduct the matching process, evaluate whether the program is meeting its objectives, and generally oversee the mentoring program in his or her department/ office.
The Executive Committee, Department Chairs and Practice Group Leaders strongly support the program and continue to work to build consensus within the Firm about the importance of mentoring. Associates and Members alike will be recognized for providing meaningful assistance to the development of junior lawyers.
Several events are scheduled during the year to allow mentors and mentees to interact as a group.
The Firm also has an informal monthly lunch program where two junior Associates are matched randomly with two senior attorneys in each office. This informal mentoring supplements the formal program very well and provides an opportunity for internal networking and cross-selling.
Performance Reviews
To help you meet your career goals and meet the goals of Frost Brown Todd, you will take part in a formal evaluation process each year. In this way, you will receive feedback on your work and your development. You also will have an opportunity to comment on your experiences with colleagues and clients.
Associates (typically in their 1
st-3
rd year) are evaluated twice a year. Senior Associates (typically in their 4
th year and higher) are evaluated once a year. Senior Associates are asked to complete and review with the Advancement Committee a self-evaluation form each year.
The Firm uses a state-of-the-art “on-line” evaluation software program that streamlines the process.
Bonus Program
The bonus program at FBT has two components: objective bonuses that are tied to billable hours above a threshold number and subjective bonuses that are discretionary and based on a variety of factors.
Membership
The Firm has a two-tiered membership. An Associate who joins the Firm upon graduation from law school may be first considered for Income Membership after the Associate's seventh anniversary with Frost Brown Todd. For example, an Associate who graduated from law school in 2000 and joined the Firm on September 1, 2000 would first be eligible for election in the Fall of 2007 (and, if elected, would become an Income Member effective as of January 1, 2008).
An Associate who has legal or other work experience prior to joining the Firm (i.e., a lateral Associate), will be placed in a class for Membership selection purposes as determined by FBT at the time of employment, taking into consideration all relevant facts and circumstances.
An Income Member may first be considered for Equity Membership two years after being elected to Income Membership.
How to Apply
Please submit your resume, transcripts and cover letter indicating your department and geographical interests, via regular U.S. mail, fax or attach as a Microsoft Word document
via email to Karen Laymance, Director of Attorney Recruitment & Development.